Should create cross regional experts to spearhead mega project. Regional CVs rarely present a winning team if search only in a region. such group would need a formula to share bottom line between region and super team It would also pass on expertise to the region.

Nice office, no expense spared in providing fancy features throughout the office. Some decent people to work with and some interesting project variety. Flex time and ability to purchase 2 additional weeks of vacation per year is a nice.

Cons

Total lack of appreciation for the majority of staff. Upper management is a joke at best, sending out ridiculous corporate emails trying to make themselves sound clever. Middle managers are a collection of jokers left over from all of the companies AECOM has absorbed, trying to hang onto their overpaid positions. Lower management tries to provide some leadership to the technical staff, but receive virtually no support from the higher ups, so it's a losing battle. Raises are a joke, equivalent to a fast food raise really - maybe you can afford to buy an extra pair of socks a week. Communication is preached, but not practiced. When people leave the company it is usually a big secret, no one talks about it as if they are in denial that someone would actually leave.

Advice to ManagementAdvice

Get your heads out of the clouds or where ever, and really get in touch with your staff. You have some great talent working in your offices and they aren't all wearing an iron ring on their pinkies. Say thank you to the entire team, because it takes everyone to make the project come together. Where would the project be without the admin assistants, techs, EIT's, even the janitorial staff? They may seem unimportant to you, but the projects wouldn't happen without everyone's skills being utilized. The company would do better with a little less management fat to feed - spread some of that money around to the people who actually pull the project into reality. How many Vice-Presidents does the company REALLY need Honestly?

Large company that only considers bottom line. Top heavy. Worked for a smaller company this company acquired. Ruined the working conditions. Horrible.People are quitting everyday.If you are currently working there, you should probably start looking elsewhere, get out while you can, I know I did and am very happy I did.

Toxic culture since AECOM arrived. Bottom line, bottom line, bottom line is all they care about. They preach that they care about the people but that is so far from the truth. Senior Executives walk in with arrogant attitude and you can tell they have not spent a single day in the field. Take no time to understand business.

Some great people and varied work experience with a variety of clients and jobs.

Cons

This company had taken some great engineering firms and put a stamp of poorly run multinational mega corporation on them and turned client focused service providers into return to shareholders is the only thing that matters.

The company is relatively competitive with benefits and salary for their industry. The biggest pluses for the company are flex time, alternative work week, purchased vacation. Working 44/36 hour work weeks allows for every second Friday off. Employees are allowed to purchase up to two weeks of additional vacation and pay is deducted from bi-weekly pay checks. Sadly, these are some of the only things keeping people at the company.

Cons

The company has been all about acquisitions in recent years, making it one of the largest (140,000 employees) engineering companies in the world. It uses all the correct buzz words, including putting employees first, but it keeps putting senior management in place that are just bottom line focused. Common sense seems to be a trait sorely lacking in senior management when it comes to meeting the needs of the employees. There is no empowerment handed down to lower level managers. This is in turn is interpreted as a lack of trust

One of the bigger complaints by employees is the lack of a bonus plan. The bonuses (when available) are purely discretionary and tend to be very minor ($2000 or less). As well, salary increases each year generally don't keep up with inflation.

Advice to ManagementAdvice

There should be less focus on a corporate culture of politics, hierarchy and fear. Place more trust in the employees. Empower them. There needs to be a greater understanding that empathy leads to more profit.

Since being taken over by AECOM the Edmonton UMA office has been decimated; the number of good people - and senior people - that have left over the last 8 years is staggering. It almost seems intentional, there has been so little attention paid to how the office really works, or what makes it competitive in the local market.